CEGOS uses cookies to improve your experience during your visit on this website and to suggest offers appropriate to your personal interests. By accessing and browsing this website, you accept the use of these cookies.

INNOVATION & DIGITAL LEARNING

Cegos is a global and digital leader in learning and development. As a unique partner, Cegos can also advise and support you at each stage of the digital transformation of your training system.

We have journeyed through the phases of change in digital technology over the years, both for ourselves and alongside countless firms worldwide. All this with the same purpose: to bring you much more than knowledge by offering a learning experience that is both stimulating and effective.

Digital Learning: our value proposition

Patrick Galiano - Digital Learning Manager - Cegos Group

The Ten Trends of Digital Learning

Digital Learning covers a wide range of digital formats.

It is a learning approach that can be designed and deployed in synchronous or asynchronous mode and implemented in multiple ways: face-to-face, online or at the workplace. It integrates multiple digital modalities: videos, virtual classes, e-learning modules, blogs, forums, online communities, mobile apps, ...

The fundamental challenge is to create or take advantage of digital learning resources in line with objectives, future users, content and any constraints (technical, human or financial).

Convinced that they will be decisive in the L&D market in the coming years, Cegos has identified ten major trends.

1. An integrated learning experience: By understanding the user’s point of view and identifying the decisive contact points depending on the learner, this approach places the user firmly at the heart of training to provide them with suitable means, the right tools and a fluid learning experience that inspires long-term dedication in the learner.

2. Personalised, adaptive learning: Data can be used to personalise the user’s learning experience. For example, training can be adapted to a learner’s own aims, an individual’s initial level and target level, a person’s availability, a user’s learning methods and terms, training courses already completed, and recommendations from peers.

3. Video learning: A media format that is predominant on the internet and accessible on all devices, video provides a rich range of pedagogical resources, with three issues to bear in mind: keeping to a high quality of production; incorporating the right degree of teaching, and ensuring that dedication to the format remains strong enough for skills to be properly learned.

4. Short formats: By cutting up a training course into a number of short-duration sessions, the desire to improve skills efficiently can be satisfied while the need to spread a programme over time can be met. The right structure for the programme should be well defined, since learning as such always requires a certain time for taking information on board, putting it into practice and receiving regular feedback.

5. Virtual classes: Through today’s technology, classroom learning can be used in a virtual and synchronous environment. The challenge lies in the capacity to lead virtual classes in a way that removes technological barriers.

6. A multi-device approach: Many users today want to enjoy access to content on any device. With devices and browsers changing fast, the challenges are both technical and pedagogical.

7. Virtual and augmented reality: In terms of learning, we are only in the embryonic stages of applying virtual and augmented reality to training. These applications pave the way for highly immersive pedagogical formats that speed up learning.

8. Gamification: By using gaming techniques in training, emotions and pleasure are heightened, and the capacity for learning is thereby enhanced. Yet this is only if the right balance is struck between entertainment and content.

9. Social Learning: Around three quarters of internet users worldwide are connected to social media. By creating communities of shared practices and interests, we can increase social interaction and work on deliverables collaboratively. This approach paves the way for a new role for the trainer, who can organise, bring together, lead and comment on learners’ discussions and content.

10. On-the-job training: In line with the 70:20:10 model, digital tools and formats can be used that make it easier to impart knowledge in the workplace and bring true added-value to effective training.